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Centres on the promotion of quality in schools and ways by which best practice in industry can be applied in education. Explores definitions, procedures, assessment methods and analyses what can be learned from major theorists on the subject and the experience of industry. Drawing from information gathered during an industrial placement in a major chemical company, compares attitudes and practices with those of staff in a Calderdale junior school. In both (the industrial settings and educational setting) attitudes and priorities with regard to quality appear very similar. It could be concluded from the study that quality requires commitment from the top, it should involve and be owned by all staff in the organization and that a culture of searching for continuous improvement should prevail. Such an approach would have a greater impact on standards, performance and, most importantly, identifying training needs in education if theory and practice from industry can be regarded as relevant and comparable.

This paper aims to discuss tourism development, tourism policy development and its challenges in Rotterdam through the lens of “new urban tourism”, reviewing the relevance of the concept.

This paper comprises a review of the concept of new urban tourism and a case study of Rotterdam. Methods used include a literature review and social media search, an analysis of policy documents and street interviews.

Tourism in Rotterdam has grown rapidly, exhibiting aspects of new urban tourism such as encounters with the ordinary and everydayness, authenticity and de-differentiation. Details about tourism motives and nature of tourism are unknown. It is concluded that the concept of new urban tourism is a rather elusive and difficult notion to apply to the case of Rotterdam.

This research is a case study of one city.

This paper suggests that different tourism information and statistics are needed for policymaking and for understanding urban tourism.

The Rotterdam case raises new questions about new urban tourism, as the concept appears to be rather indefinable.

The chapter will document the Canadian reaction, as reflected in the demand of New Zealand, that Canada fundamentally alters its dairy supply management system in order to participate in the Trans-Pacific Partnership negotiations. The Canadian government has resolutely refused to do so, supported wholeheartedly by dairy farmers throughout the country. This is in part because of the effect such an action would have on rural spaces and the debilitating result it would have on Canadian dairy production. As well, the chapter will address the issue of the cost of dairy products in New Zealand as compared with Canada. Part of this analysis will focus on the role of supermarkets in determining the price structure of milk in both Canada and New Zealand. Finally, the chapter will offer an examination of the New Zealand system as represented by Fonterra and the Canadian system as epitomized by dairy supply management.

IV estimation is examined when some instruments may be invalid. This is relevant because the initial just-identifying orthogonality conditions are untestable, whereas their validity is required when testing the orthogonality of additional instruments by so-called overidentification restriction tests. Moreover, these tests have limited power when samples are small, especially when instruments are weak. Distinguishing between conditional and unconditional settings, we analyze the limiting distribution of inconsistent IV and examine normal first-order asymptotic approximations to its density in finite samples. For simple classes of models we compare these approximations with their simulated empirical counterparts over almost the full parameter space. The latter is expressed in measures for: model fit, simultaneity, instrument invalidity, and instrument weakness. Our major findings are that for the accuracy of large sample asymptotic approximations instrument weakness is much more detrimental than instrument invalidity. Also, IV estimators obtained from strong but possibly invalid instruments are usually much closer to the true parameter values than those obtained from valid but weak instruments.

THE writer well remembers the interest and enthusiasm with which he received, on its publication, a copy of the first of a series of class lists, issued many years ago by the Public Library of Clerkenwell, under the librarianship of Mr. James Duff Brown. They were admirably compiled and contained several novel features, which made them a type destined to be extensively imitated elsewhere. Now comes from Islington, under the same capable editorship, a catalogue more fundamentally novel, so far at least as Public Library catalogues are concerned, than the class lists above referred to, and destined without question to be far more widely followed, as its advantages and value become generally appreciated. This is—to quote the secondary title—“A classified list of the best books on all subjects in the central, north, and west libraries,” i.e. a select catalogue.

Drawing on the transaction theory of stress, the purpose of this paper is to conceptualize customer mistreatment as a stressor and examine how job routinization and proactive personality help employees cope with the effects of customer mistreatment on emotional exhaustion and work engagement. The interaction of job routinization and proactive personality was also tested.

In total, 128 hundred nurses were recruited to participate in the current study, which was a daily survey for two consecutive weeks (10 working days).

The results revealed that job routinization and proactive personality attenuated the effects of customer mistreatment on emotional exhaustion and work engagement. The analyses also showed that, with more proactive personality and high job routinization, the effects of customer mistreatment were minimized.

Job routinization is a type of job resources that attenuates the negative influence of customer mistreatment. Proactive personality strengthens job routinization’s function, when proactive personality and job routinization are both high, the ill effect of customer mistreatment will be minimized.

Performance‐related pay (PRP) has grown in importance in the 1980s and is likely to continue growing. The reasons for this growth are examined: labour market factors, changes in organisational objectives, fairness in payment initiatives, weakening of collectivisation, and “fashion”. Problems associated with PRP are also explored. It is argued that PRP has a capacity to subvert the purposes for which it is intended by distorting pay structures, creating unfairness in reward systems and harming team spirit. PRP also detracts from the value of other performance appraisal objectives. Some of the problems inherent in measuring individual job performance are also considered.